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Anticipating Change
PL AM
OPY EC
N
RT IN USE JOHNSON PA R
G ININ S TRA ER
A Training Program To Help Individuals Gain Change Skills Based On The Worlds #1 Bestselling Book On Change.
Every once in a while a book comes along that opens a door to the future. This book has had that effect on me.
David A. Heenan, Board Member PETER F. DRUCKER MANAGEMENT CENTER
Spencer Johnsons unique insights and storytelling make this a rare book that can be read and understood quickly by everyone who wants to do well in these changing times.
Randy Harris, Former Vice-Chairman MERRILL LYNCH INTERNATIONAL
This book is a simple, understandable road map for us to use as we deal with our own individual circumstances around change.
Michael Morley, Senior Vice President EASTMAN KODAK
Who Moved My Cheese? Training Edition 1 Who Moved My Cheese? Training copyright 2006 Spencer Johnson, M.D. All rights reserved. No unauthorized duplication or distribution permitted. Who Moved My Cheese? and the four characters are trademarks of Spencer Johnson, M.D.
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My Cheese? was finally published as a book. It soon became a #1 international bestseller, with one million hardcover copies in print in the first sixteen months and over ten million copies printed within the next two years.
foreign languages. It has helped millions of people improve their careers, businesses, and even their health. Some critics do not understand why so many people find the book so valuable. They say the story is simple enough for a child to understand, and it insults their intelligence.
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The author has commented that both the fans and the
critics are right in their own way. It is not what is in the story but how you interpret it and apply it to your own situation that gives it value.
The Worlds
STAGE
STAGE
Achieving A Change
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Using simple principles and practical ideas from the most widely read book on change, Who Moved My Cheese?, Spencer Johnson Partners helps individuals succeed with organizational change in three stages: STAGE 1: Preparing For Change Who Moved My Cheese? The Movie STAGE 2: Gaining Change Skills The Training Program STAGE 3: Achieving A Change The Team Process
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Table Of Contents
Welcome . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Gaining Change Skills That Help You Succeed In Changing Times
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Sniff: Skill #1 Anticipating Change . . . . . . . . . . . . . . . . . . 25 Sniffing out what will most likely happen next
Scurry: Skill #2 Taking New Actions Now . . . . . . . . . . . . . 31 Scurrying into action to get new results
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Hem: Skill #3 Moving Beyond Fear . . . . . . . . . . . . . . . . . . . 37 Recognizing fear and moving beyond it
Haw: Skill #4 Imagining Real Success . . . . . . . . . . . . . . . . 43 Imagining real success leads you to it
People who have good change skills, that really help their company change and succeed, are the most valuable and secure people in the company, because they are the ones who are most needed in changing times.
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Spencer Johnson, M.D.
Welcome!
elcome to the Who Moved My Cheese? Training program! It is based on the worlds most widely read book on change one that has helped millions of people find something better for themselves.
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think about change itself. They think about work. They think about life and things happening at home. Whether or not were aware of it, change plays a large role in all of our lives.
change, understand it better, and gain skills to help you face change with less stress and more success.
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customers orders. This person keeps saying, You dont listen when I talk to you about meeting deadlines. They become less responsive to your written requests and harder to get a hold of. You continue to assure your customers their orders will arrive as scheduled. Are you surprised one day when you fail to meet your top customers deadline and they threaten to stop doing business with you? Scurry: Skill #2 Taking New Actions Now
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into new markets. Your department has the responsibility of opening several new office locations. There seems to be so much to do and little time to do it. People are working harder than ever with more stress to perform. How could imagining success in this situation affect how you feel and what you do?
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The Movie
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Entire Group
Change Skills each of the four characters represents. Which Skills will you see in the movie that could be most useful to you? Watch Who Moved My Cheese? The Movie 16 minutes
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Entire Group
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The most useful way to find what we need in a changing situation is to change within ourselves and find something better.
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Spencer Johnson, M.D.
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something in common: a need to find our way in the maze and succeed in changing times!
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Entire Group
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If you love going into action and getting things done, you could move over by Scurry.
If you arent sure that change is always a good idea, you could join the group by Hem. If you are reluctant to change, but realize the potential advantage of changing, join the group by Haw.
Sniff
What scares you the most about change?
Scurry
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Hem Haw
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Skills
Individual Exercise
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Copyright 2000 by Spencer Johnson, M.D. & Right Management Consultants This Change Profile may not be reproduced without written permission.
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Discovering Your Change Skills ((contd )) Discovering Your Change Skills contd
Discovering Your Change Type
38. I value stability in life. 39. I am able to notice subtle changes in my surroundings. 40. When faced with a problem, I try to gather as much information as I can.
41. I am most comfortable when my life is stable. 42. I find it easy to adjust to new surroundings (e.g., a new office, a new neighborhood). 43. I feel as if problems always seem to find me. 44. Even when my life is chaotic, I remain calm and focused. 45. I often predict that things will turn out for the worse but later realize they worked out better than I had expected. 46. When in a new place, I like to explore my surroundings. 47. I believe that when things are working well, there is no reason to change anything. 48. I agree with the saying Variety is the spice of life. 49. When I walk into a familiar room, I can tell immediately if something has changed. 50. Information is often the key to problem solving. 51. I have difficulty bouncing back from major changes that occur in my life. 52. I dont usually mind when a situation Im involved in starts to change in some way. 53. When good things happen to me, its usually because of my hard work. 54. I feel comfortable in ambiguous or uncertain situations. 55. When I think about the future, I tend to focus on the difficulties that Ill have to face. 56. I enjoy learning about new things.
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57. I think its important to experience everything I can in order to get the most out of life. 58. I believe most people would benefit from trying new things. 59. When I'm faced with problems in my life, I can easily think of several ways to solve the problem. 60. I often act before thinking. 61. I prefer my surroundings to be familiar and predictable rather than varied and changing. 62. I tend to become attached to my surroundings, which makes it difficult for me to change. 63. When something is about to go wrong, there is usually little I can do to stop it. 64. I get upset when things dont go as planned. 65. I feel unhappy when I think about the future. 66. I look for new ways of accomplishing my tasks at home or at work. 67. I often long for the way things used to be. 68. I believe change is inevitable and should be accepted. 69. Change usually takes me by surprise. 70. Before making an important decision, I try to think through all possible outcomes. This is the end of the Change Statements!
After you have circled all of your answers on the enclosed scoring sheet, remove the white answer sheet to reveal the yellow scoring sheet. Scoring instructions are provided on the scoring sheet.
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Copyright 2000 by Spencer Johnson, M.D. & Right Management Consultants This Change Profile may not be reproduced without written permission.
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Copyright 2000 by Spencer Johnson, M.D. & Right Management without 4 When you have finished plotting your scores, refer to theConsultants This Change Profile may not be reproducedlearn written permission. charts on the following pages to more .
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Change Skills
You are more present-oriented and are less able to prepare for forthcoming change.
You rely on others to think about what needs to be done to prepare for the future. You are less likely to see and appreciate opportunities for future change.
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Lower Scurry
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Higher Sniff
Your radar is often on, as you notice or predict potential changes in your environment. You often look for signs of forthcoming change and are able to prepare effectively for change. You focus on tomorrows possibilities more than todays needs. You see change as an improvement and cant always understand why others dont see it. You create enthusiasm for the benefit of change.
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Copyright 2000 by Spencer Johnson, M.D. & Right Management Consultants This Change Profile may not be reproduced without written permission.
Change Readiness
The goal of scoring and plotting your Change Profile results is to discover your level of Change Readiness and Change Skills to help you succeed in changing times. The tables below provide a more detailed description of some of the typical qualities of individuals who are either low or high on the various Change Profile characteristics. If your scores on any of the graphs were closer to the middle,you are likely to share some of the qualities of both types of individuals.
Flexibility: You may take a conservative stance and resist opportunities.You may have difficulty accepting, adapting, and adjusting to change.
Perceived Control: You may perceive that you have little control over outcomes (what happens to you) in your life.You may believe in fate and feel a lack of control over changes in your life.
Steadiness: You may yearn for stability.Your typical reaction to change may be to seek safety and security. Your typical emotional reaction to changing situations or potential changes may be characterized by anxiety, fear, and/or tension. Optimism: You have a cautious outlook toward change opportunities and the future in general.You may be pessimistic about change. Change Seeking: You prefer stable, predictable situations.You may not seek out opportunities for personal or external changes in life.You like things the way they are or the way they were. Change Comfort: You believe that if a situation is comfortable and familiar, there is no reason to change it.
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Lower Change Readiness (Hem) Less prepared to accept, initiate, and manage change
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Higher Change Readiness (Haw) More prepared to accept, initiate, and manage change
Flexibility: You accept changes and are able to adapt easily when change occurs.You may be accommodating and flexible when presented with positive change opportunities.
Perceived Control: You perceive that you have control over outcomes (what happens to you) in your life.You may believe you can choose change opportunities and manage changes in your life.
Steadiness: Your steadiness is your ability to change as situations change. The situations may not be steady but your adaptive response is. Your typical emotional reaction, compared to most people, is that you are confident, calm, and have a steady nature when faced with change. Optimism: You are generally optimistic and have a positive outlook about change and its many opportunities and about the future in general. Change Seeking: You may seek out opportunities for personal or external changes.You enjoy variety.You may tend to look for change just for the sake of changing. Change Comfort: You believe change is desirable and value change over stability.You are uncomfortable if things dont improve. 5
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Copyright 2000 by Spencer Johnson, M.D. & Right Management Consultants This Change Profile may not be reproduced without written permission.
Change Skills
Your change scores from page 19 can be recorded in the shapes below. Next,
summarize your scores by circling where you landed on each change scale.
My Score is:
On the Change Readiness scale, I scored closer to:
(Circle one) Hem or Haw
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Partner Discussion
What did you find most useful about what you learned?
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When you anticipate change, and prepare for it, you feel more in control, and are not as stressed by it.
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Spencer Johnson, M.D.